Ứng dụng học thuyết maslow và frederic herzberg tạo động lực cho người lao động tại doanh nghiệp bạn e

Ứng dụng Học thuyết Maslow Frederic Herzberg tạo động lực cho người lao động doanh nghiệp bạn Contents Introduction Part The theory of Maslow and Herzberg Frederic System needs theory of Maslow Theory of systems Two-factor of Frederic Herzberg The relationship between the two theories Part Apply the theory to analyze the motivation Negative issues about workplace motivation Apply the theory to analyze the motivation Part Proposed a number of measures to improve the negative Part Conclusion Reference: Education Management Organizational Behavior 12 Introduction The problem of labor and promote work motivation for employees has always been a dilemma for managers Employees work primarily for economic motives, would have high income security for themselves and their families a life filled Need motivation to work for employees at any time, any place is also an essential requirement indispensable in every different working environment.Below is an analysis of work motivation for employees Part The theory of Maslow and Herzberg Frederic System needs theory of Maslow The system developed by Abraham Maslow needs should be one of the most widely used model in the study of personal motives Needs of individuals very rich and diverse, so to meet the complex needs also To this, Maslow pointed out that managers need to take measures to find and satisfy the needs of workers, which will create incentives for workers and he stressed that in each always exists a complex system consisting of five groups of needs They are: (1) Physiological Needs (2) The demand for safety (3) The demand for social (4) The need to respect (5) The need to express themselves According to this theory, human needs appear in order from low to high When demand is low is to satisfy the higher demand will appear Initial physiological needs, followed by the need for social security, demand respect and selfimprovement 1.1 Physiological needs: located at the lowest level in the system.These are needs that people always try to satisfy first Because it is the need to maintain the body's natural existence it includes elements: food, shelter, clothing, rest, maintaining the race This needs to appear soon, it dominates the wishes of the people, so that people will find ways to meet and to get to the higher demand 1.2 Safety needs: These needs will appear next to the physiological needs are met.At this demand people will react to signs of danger, threat to yourself, your workers will not like to work in dangerous conditions like working in safe conditions 1.3 Communication needs: When physiological needs and safety are met, followed by the emotional needs of love, the same type People will feel empty in the absence of friends, family members and they will try to understand the people around 1.4 Needs to be respected: this needs including the need or desire to get high value of automatic or stimulating and respectful of others.Maslow was divided into two categories - The desire for power, gain, competence and confidence to everyone, for independence and freedom - Of a desire for reputation, prestige, status, dominance, attention, express themselves 1.5 Self-improvement needs: Maslow said: "although all of the above demands are met, we still feel discontent and anxiety will appear, since the individual needs doing the work that suits you "So obviously this demand occurs when there satisfy lower needs it We see that is not in the same time everyone needs the same appearance, but each time, different people have different needs But in principle, the lower needs must be satisfied before are encouraged to satisfy the demand at higher levels Administrators will create motivated employees work better, help them secure more job by satisfying their current needs But it is important for administrators to implement the motto "feeding hungry, thirsty to drink", that is to find out if your employees are at the demand, which come up with new solutions reasonable decision Two-factor theory of systems of Frederic Herzberg This theory is based on the view motivation as a result of the interaction of many factors Including the elements that make up the satisfaction and dissatisfaction Each element itself consists of both sides on depending on how it is implemented, is met how to see clearly the nature of the elements This theory is divided into two elements work motivation: Group promoting factors: These are factors that create satisfaction, achievement, recognition of achievement, the work itself of the employee, the responsibilities and functions of labor progression.This is the basic needs of the workers participating in work Characteristics of this is, if not fulfilled, leading to dissatisfaction, if satisfied, will work motivation Group maintenance factor: It is the elements of the work environment of employees, the policy of enterprise management mode, wages, work instruction, human relations, working conditions.These factors as well-organized, it can prevent the effects are not satisfied with the work of the employees The relationship between the two theories From a theoretical basis we can find the relationship between the two theories (Theory and Motivation Maslow's Needs and two-factor theory of Herzberg) relationship that can be represented by the following diagram The engine needs Behavior Target stimulus Maslow pointed out in every human being is always in need and it is divided into five ladder from low to high.Herzberg stressed two factors that promote and maintain When people have already satisfied this element in them will arise demand higher demand than before.However, to satisfy the demand, then a question is still to maintain previous demand When that goal they set out to meet higher demand Their needs and motivations associated with goals that they set will constitute their behavior So if tr ong an organization, policies that ensure good employees will stimulate workers eager to work.Their behavior will have a positive impact on the operation of that organization.On the other hand, if the D of the organization's policies which not satisfy the demand for workers will not be able to stimulate their enthusiasm to work Part 2: Apply the theory to analyze the motivation Negative issues about the motivation to the work: - Management, stick, urging civil servants and employees working style, loosely led some officials also ignored in the work - Arrange specialized staffing consistent with the work is limited - The facilities and working conditions of civil servants not improved - Every year, though the agency was interested in the material and spiritual life for workers, but has yet to be thoughtful, not specified Bonus issue to individuals and groups who have a good record in the - Periodically reward end of the school year for children of civil servants and employees have not been frequent Apply the theory to analyze the motivation of civil servants and employees in the agency where they work: Motivation, essentially means: encouraging employees work hard to improve the quality of the output of the organization The main factors that motivate activity should be: (1) the subject of motivation - are leaders and managers; (2) the motivation - is the work of many different levels; (3) motivational tool - is the policy regimes that leaders use to stimulate, motivate employees to work enthusiastically to achieve the objectives of the organization From there, it can be motivation to work is the process by which managers find factors have motivated employees at different times; choose and use appropriate policies impact on the motivating factor of the laborers, thereby stimulating employees to contribute their best efforts in accomplishing organizational goals Dynamic process of creating an organization's place in the organization.This process affected and influenced by many aspects, many internal factors such as: the organization's objectives; style leaders (managers); demand, the engine of employees; motivational tool (system income policies, work environment, job content, etc.) 2.1 The goal of the organization: The goal is to understand the directions for all activities of the organization and work processes of employees As clear goals, specific, enforceable in accordance with the policy of economic development and social needs will ensure the confidence of the staff and management employees, motivation to work for the workers made efforts to achieve high efficiency.Moreover, the goal of the organization to ensure harmony between the interests of the organization and the interests of workers Development Goals strategic decision to develop human resources policy of each organization to attract, use, treatment of workers 2.2 Style leaders / managers: The head of an organization who determines the development and success of the organization Each leader has its own style of leadership There are many styles of leadership in a number of ways to call and different classification, but may be provided into three categories: authoritarian style, style democracy and free style Each style has its own characteristics and implications for public servants - Authoritarian Style: as orders management style, characterized by all its power concentrated in the hands of a leader - by the will of management, suppress the will and initiative of all members of the collective The advantage of this leadership style is highly assertive, dare, dare to take responsibility But the downside is not recognized collective wisdom, not respect the opinions of subordinates - The democratic leadership style: a style that leaders mostly use personal prestige to make the impact on the bottom right; management style is that the leader knows distribution of power management his enlisted subordinate opinions, get them involved in the initiation of draft decisions The advantage of this style is to develop the capacity, wisdom, collective creativity, giving subordinates the necessary initiative and employee relations - good This style creates a positive psychological atmosphere in the course of work, staff favorite and organizations achieve results even in the absence of the leader This leadership style must have management capacity, leadership, and highly assertive, if not will be decided later, leading to missed opportunities - Liberal leadership style: how to manage that leaders allow employees the right to participate in decision making, but the leader is still responsible before decisions are made The advantage of this style is created for each member of the group tends to become the owner can provide ideas and opinions to solve the big decisions of the organization, so exploit innovative of employees, creating comfort for employees at work However, this style is sometimes created democracy overdone, each one an idea leads to inconsistency, and can lead to goal completion 2.3 Needs, motivation of employees: Workers are the ones who are held recruitment / hiring to perform activities to benefit the organization Accordingly, the employee is the subject of work motivation in organizations To motivate employees, organizations need to identify the needs, wishes are urged to satisfy the workers Human needs are important factors that organizations should consider when you want to motivate them to devote efforts Because human behavior is derived from human needs should be second dimension of satisfaction and dissatisfaction with the organization According to Herzberg Fredereck - one of the most influential people in business administration, the discontent of the workers for an organization is due to factors such as: institutions and policies of the organization; supervision in inappropriate work; fish c conditions not meet the expectations of employees; wages and remuneration inconsistent or contains many factors unfair; relations with colleagues issues; with all levels (superiors, subordinates) not achieve satisfaction.Satisfaction of workers to organize is due to factors such as: achieving expected results; recognition of the organization, leadership, colleagues; responsibilities; advancement, career advancement ; desired growth Group two factors that create dissatisfaction factors associated with the desire to satisfy the basic needs and Herzberg Fredereck considered "maintenance factor", while creating satisfaction factors associated with high levels of human needs and is considered the "push factors" Encourage employees to satisfy both elements to maintain and promote An organization usually consists of two main working groups: direct labor and indirect labor.Administrative staff including leadership, staff, staff functions, departments under Direct labor is the direct implementation of the task Therefore, in order to reputable institutions and a reputation for quality, first of all, that organization must have a staff of highly professional and qualified staff indirect indirect service jobs to perform the task.Workers is a major factor determining the quality of work performance Therefore workers need to understand management: the scale and nature of the work requirements, creativity, work methods 2.4 Motivational tools of the organization: To motivate managers use many different tools to influence policy management objects such as income, job, work environment or promotion, - Income policies of the organization: Organizations use system workers through income policies That system includes policies to ensure the rights of workers: policies salaries, bonuses, social insurance policies (social insurance), allowances policies, From the perspective of the organization's human resource management, wage policies, social insurance, and allowances to be among the factors that attract and maintain employees (necessary condition) But the new bonus policy nature actually encourage the efforts of the workers (sufficient condition) However, for some individuals, a reasonable wage policy and full social policy is the driving force behind their efforts to complete the assigned work Income policy tools for an organization should ensure that the general provisions of the State, but also need to pay according to location, capacity and results contribute to create competition and encourage workers, especially for those who work directly with professional, highly qualified management staff - Working conditions and organizational culture: Working conditions is the equipment that the organization provides employees in the process of working in the organization Environment mental activity, creativity and the production environment, so proper working conditions must first create comfort and help focus thinking, besides the conditions from labor data should facilitate the work of the employees Organizational culture is a system of common values and standards adopted by the entire staff in the organization and their behavior inside and outside the organization Organisational culture is expressed through symbols, the symbol of organization and style in particular through working relationships between colleagues and between employees and management Culture in the workplace is made up of active air work, production Exciting atmosphere will create strong cultural, reverse air lack of exciting science activities make up the main culture Strong culture attract talent and promote creative passion Therefore, the motivation, the need to build and maintain a strong culture in the hearts of the workers - The ability to advance in your job: Promotion at work is the development of the career ladder, demonstrating the need is recognized, asserted themselves in the organization According to research by Fredereck Herzbeg, promotion of group elements satisfying, have encouraged employees in work effort In fact, a good employee is usually progressive spirit They always desire to seek opportunities to advance their professional development, the notion that they were not carried at back In the office environment, the development of qualifications and professional work capacity assessment of the employee Therefore, for employees to be the best to create favorable conditions in the work process Part 3: Proposed a number of measures to improve the negative There are many causes of the lack of positive labor officials and civil servants First to mention is that we have not made specific provisions on the functions and tasks for each type of work, each department, each individual in the organization, especially those regulations shall personal responsibility Phenomenon "neo average" quite common, there is no competition between the officers and employees lead to officers and employees rely rely on superior, not consciously strive Democratic practice is not often, all over and have not yet become routine cultural work This led to the civil servants not to promote the creative spirit, not proposed initiatives, administrative reform measures, officials, civil servants, dependent, stagnant, based step.Special regimes for civil servants was not enough to live In addition, the organization staff to express negative and significant weaknesses Arranging appropriate officials with expertise, the right people have not been, part-time civil servants have more.As a result, lower quality staff, civil servants and cause depression, does not encourage the effort, creativity in solving work of public servants These causes shall have no small influence on positive labor officials and civil servants in the State administrative agencies To the workers, the limited professional service is an important cause of reduced positive labor officials and civil servants A small part of officials, public employees only focus on personal interests in labor activities So, there should be a system of advanced solutions in positive labor officials and civil servants in the State administrative agencies The solutions include: The first, continue to promote administrative reform, improve mechanisms, policies and legal system The state should continue to modify, adjust, perfecting the law, issue the Law on Public Servants as a basis for determining the obligations, rights and responsibilities, identify training criteria, recruitment, evaluation, reward and sanction, the conditions of public duty officers and employees as well as a basis for developing the criteria of culture, civilization, democracy associated with discipline, discipline where agencies, offices Respect the role of individuals as well as put in personal responsibility is an important factor in healthy current administrative apparatus Settlement of the salary policy, allowances for civil servants, which is the root of the problem, is a prerequisite to improve positive labor officials and civil servants Responsibilities and rights are inseparable, seriously or lightly will also lead to mistakes Not be said to require officers and employees dedicated to the task, dedicated to paddle with the people, businesses, once the State has not paid adequate attention to their policies for at a level sufficient to live The second, improve the professional capacity for civil servants.Training and retraining of civil servants is content that all developing countries want the administration will pay attention For staff, the incumbent officials, depending on demand, the State can train, training, training skills performing official duties in order to improve the ability to undertake the work of staff servants There are many ways to improve their capabilities and skills for officers and employees Such as: training cadres and civil servants in the institutions of the State; training and retraining through work at the agency, through scientific conferences, exchange of experience; opportunity for officials and civil servants capacity development The third, improve the efficiency of the organization staff.This is the key solutions to improve positive labor of the current officers and employees Need to specify the list of jobs for each position of civil servants in the State administrative agencies.Therefore, fairness, objectivity and transparency in the selection, evaluation, promotion officials and public employees; should consider rebuilding the recruitment process, detection, training, planning and appointment , staffing to fix song excess lack of personnel.The appointment of staff must be done rigorously, science, democracy, and not necessarily based on the standards of competence, qualifications, ethics and reputation Need innovative exploration moral and implementation method of objective examination Using the combined method assessment and quantification, and evaluation results public officials and public employees The fourth, build and enhance the role of the workplace culture to promote positive labor officials and civil servants First, the propagation of awareness for leaders, officials, public servants and people on work culture is essential Officials and civil servants must have good manners Behavior of the cultural civil servants in the office can work out how to solve the definitive, but gently principles, respectful communication: speaking coherently, walking decent, sympathetic eyes Office culture in administrative agencies is the power to obtain information and how to provide information to the public Citizens to work should have the right to get the information they need Practice grassroots democracy is a sign of improving workplace culture at the State administrative agencies To achieve the above requirements, should provide annual training program on work culture in training officers and employees The head of an agency shall make a good mechanism for staff development conditions, a sociable environment friendly high solidarity And, at the core of good leaders need to solve the problem of the rights of each member of the body so fair, in accordance with the capacity to work and the ability to offer each person The five, improving income and take care of the material life, working conditions for civil servants in administrative agencies Nuo c.Annual family festival organized for officials and employees by organizing trips for the whole family Economic benefits is the most important driving force for the positive stimulation of labor officials and employees today Mere fact that, when the lives of officers and employees stable, they devote, working full attention devoted to raise the sense of responsibility and effective Personal income for civil servants is a sensitive issue impact shook the thoughts, feelings, their thoughts The management of financial management must calculate reasonable so saving more spending, its power to increase the incomes of officers and employees The fact is when you want to raise the salaries of officers and employees, faced conflicts about the affordability of budget and avoid the negatives, corruption and waste in the use of the state budget The six, education, raise the value of career officials and civil servants in the State administrative agencies Officers and employees will work harder when their career is social honor and respect, as they have pride ourselves as state officials and civil servants Need professional value-oriented education for officials and employees, helping them towards values such as: responsibility, integrity, objectivity, fairness, innovation, reputation, legal compliance, building visioning aims to serve professional and effective Educate, inspire and promote the traditional patriotic and hard-working staff, civil servants Vietnam is a fundamental solution to meet the requirements of education, labor stimulate positive for staff servants That is, to acquire, develop traditional values also suitable, such as: traditional mutual love, the commitment, hard work, unity, helping each other in labor Besides the traditional need to thoroughly remove unsuitable or have become obsolete or hinder labor of cadres and civil servants Part Conclusion: I myself currently working in the administrative bodies of the State Through the study of organizational behavior management, this is really my subject is necessary for management and the leadership in the management of agencies and units Help managers understand the benefits of life needs of employees Since then finish work motivation helps employees eager to work to improve the social labor productivity also increases, labor productivity improved social policies on the lives of officers employees more guarantees  ... this demand occurs when there satisfy lower needs it We see that is not in the same time everyone needs the same appearance, but each time, different people have different needs But in principle,... for employees Part The theory of Maslow and Herzberg Frederic System needs theory of Maslow The system developed by Abraham Maslow needs should be one of the most widely used model in the study... categories - The desire for power, gain, competence and confidence to everyone, for independence and freedom - Of a desire for reputation, prestige, status, dominance, attention, express themselves